... WHEN THE WORKPLACE BECOMES A CRIME SCENE On the morning of September 8, 2009, security cameras showed Annie Le, a doctoral student in the Yale School of Medicine’s Department of Pharmacology, entering the campus building in which she worked as an animal researcher. When Le failed to return home that evening, her roommates reported her missing to local police. Because security footage didn’t show Le leaving the building, authorities immediately closed it off, and Le’s body was found five days later, hidden inside a wall in a basement laboratory. She had been strangled. It was September 13 – the day on which Le, 24, was to be married. On September 17, police arrested Raymond Clark III, also 24, a lab technician who’d been working in the building on the day that Le disappeared. As of this writing, neither Clark nor the police have indicated any motive, but New Haven police chief James Lewis is on record as saying, “This is not about urban crime, university crime, [or] domestic crime, but an issue of workplace violence, which is becoming a growing concern around the country.” How much concern? In 2007, the last year for which there is reliable data, there were more than 5,600 work-related deaths in the United States. Of these, 864, or 15 percent, were due to assaults or other violent acts; homicides accounted for 628 deaths, or 11 percent of the total, with murder passing “Contact with objects and equipment” to take over the number-two spot in cause of workplace deaths (“Transportation...
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...A White Paper from the Society for Human Resource Management BULLIES IN THE WORKPLACE: A FOCUS ON THE “ABUSIVE DISRESPECT” OF EMPLOYEES By Teresa A. Daniel “Bullying is the sexual harassment of 20 years ago; everybody knows about it, but nobody wants to admit it”. —Lewis Maltby (Russell, 2001) The purpose of this paper is to review the current research and literature about workplace bullying, to provide information about how organizations can learn to more quickly identify bullies and to suggest ways of dealing with these toxic people so that the corporate culture is not negatively impacted by their behavior. Overview To be successful, organizations must create an atmosphere that inspires both innovation and risk-taking. In an increasingly competitive global economy, such innovation is more important than ever before (Hamel, 2000). However, not only does workplace bullying stifle productivity and innovative practices, but bullies often target the organization’s most talented employees—those individuals who are generally the most threatening to bullies (McCord & Richardson, 2001). As a result, the creativity and productivity of the organization’s most talented human capital is often negatively affected by this type of behavior at work or, worse yet, good employees are driven out of the company altogether. Bullies are often hard to identify because they operate “under cover”—that is, on the surface they appear to be civil and cooperative, while they do ...
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...strangled. It was September 13 – the day on which Le, 24, was to be married. On September 17, police arrested Raymond Clark III, also 24, a lab technician who’d been working in the building on the day that Le disappeared. As of this writing, neither Clark nor the police have indicated any motive, but New Haven police chief James Lewis is on record as saying, “This is not about urban crime, university crime, [or] domestic crime, but an issue of workplace violence, which is becoming a growing concern around the country.” How much concern? In 2007, the last year for which there is reliable data, there were more than 5,600 work-related deaths in the United States. Of these, 864, or 15 percent, were due to assaults or other violent acts; homicides accounted for 628 deaths, or 11 percent of the total, with murder passing “Contact with objects and equipment” to take over the number-two spot in cause of workplace deaths (“Transportation incidents” remains number one). According to the Bureau of Labor Statistics (BLS), there were 7,000 workplace homicides nationwide between 1997 and 2007, but it’s important to remember that most of these resulted from robbery or some other form of violent activity performed by third parties (such as customers or strangers) rather than by coworkers, who were responsible for about 1,000 homicides during the 10-year span....
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...The term “Bully” is defined as a form of aggressive behavior manifested by the use of force or coercion to affect others (Citation?). It comes in different styles and degrees. It can happen during many stages of life and between cultures, sexes, and the list goes on. It occurs due to sexuality, size, color, creed and religion. It is in our schools, colleges, Universities and workplaces. I guess we can say the Bullying is not discriminatory. (This discussion needs to be more general, more objective, remove “us” and make declarative statements). Bullying today is a term well known and often referred to in conversations among old and young alike. What drives a person to be a bully? How did being bullied make you feel? Almost everyone would agree that there is no excuse for bullying. Why a person becomes a bully is not reason or excuse for the bad behavior. This paper will explore bullying by examining the causes and the effects of bullying behavior. Causes and Effects Bullying is seen in the television culture as an acceptable behavior. For example, bullying is expressed in television sitcoms such as “Big Bang Theory” where a group of friends that are employed by a university as scientists and engineers. These characters are considered “geeks” or “nerds” because, as adults, they like comic book action heroes, video gaming and have a high intellect. Society has chosen these names for these people who are a little different than their peers in their looks, likes and IQ. Often...
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...VOLUME EDITOR S. WALLER is an Associate Professor of Philosophy at Montana State University Bozeman. Her areas of research are philosophy of neurology, philosophy of cognitive ethology (especially dolphins, wolves, and coyotes), and philosophy of mind, specifically the parts of the mind we disavow. SERIES EDITOR FRITZ ALLHOFF is an Assistant Professor in the Philosophy Department at Western Michigan University, as well as a Senior Research Fellow at the Australian National University’s Centre for Applied Philosophy and Public Ethics. In addition to editing the Philosophy for Everyone series, Allhoff is the volume editor or co-editor for several titles, including Wine & Philosophy (Wiley-Blackwell, 2007), Whiskey & Philosophy (with Marcus P. Adams, Wiley, 2009), and Food & Philosophy (with Dave Monroe,Wiley-Blackwell, 2007). P H I L O S O P H Y F O R E V E RYO N E Series editor: Fritz Allhoff Not so much a subject matter, philosophy is a way of thinking.Thinking not just about the Big Questions, but about little ones too.This series invites everyone to ponder things they care about, big or small, significant, serious … or just curious. Running & Philosophy: A Marathon for the Mind Edited by Michael W. Austin Wine & Philosophy: A Symposium on Thinking and Drinking Edited by Fritz Allhoff Food & Philosophy: Eat,Think and Be Merry Edited by Fritz Allhoff and Dave Monroe Beer & Philosophy: The Unexamined Beer Isn’t Worth Drinking Edited by Steven D. Hales Whiskey & Philosophy:...
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...Communication Monographs Vol. 73, No. 4, December 2006, pp. 406 Á433 Take This Job and . . . : Quitting and Other Forms of Resistance to Workplace Bullying Pamela Lutgen-Sandvik Adult bullying at work is an unbelievable and, at times, shattering experience, both for those targeted as well as for witnessing colleagues. This study examines the narratives of 30 workers, some of whom where targeted and all of whom saw others bullied. Their responses paint a complex picture of power in bullying situations that reframe the ‘‘power-deficient target’’ into agents who galvanize a variety of resources on their own or others’ behalf but also place them at considerable risk. In some cases, employees evaluate the abusive situation and quickly resign. Others protest but, if resistance fails to stop abuse, they also leave organizations. The paths of resistance, case outcomes, and dialectic nature of resistance and control are discussed. Keywords: Workplace Bullying; Verbal Aggression; Organizational Communication; Resistance; Power Adult bullying at work is a shocking, frightening, and at times shattering experience, both for those targeted and for onlookers. Workplace bullying, mobbing, and emotional abuse*essentially synonymous phenomena*are persistent, verbal, and nonverbal aggression at work that include personal attacks, social ostracism, and a multitude of other painful messages and hostile interactions. Because this phenomenon is perpetrated by and through communication, and because...
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...calculated in terms of the time and efforts contributed by the employees in achieving an assigned task. Reviews of employee performance taken within an organization are known as performance or employee appraisals. They aim at analyzing employee performance, identifying their potential and inabilities, in order to determine the employee training needs. They also aim at taking decisions about salary revisions and promotions of employees. Ideally, a performance appraisal should give way for an open communication between the employees and their manager or employer. It should provide the employees with the means to communicate their points of view about the organization structure and openly discuss the difficulties they face (if any) at the workplace. Various text...
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...Review Tesira Slaughter 5/13/12 HCA 250 Nancy Munoz Today’s society is faced with violence in the workplace. One of the main things that happens and continues to happen is “Cyber bullying”. Cyber bullying is defined as any type of negative act that happens on a frequent basis, whether it is face to face, via text message, via email, or on the Internet. Also, bullying can come from the manager and/or supervisor, as to where they constantly are bothering you about the workload. There are many forms of bullying that may lead to violence in the workplace: face-to-face, cyber bullying, e bullying, SMS bullying, mobile bullying, digital bullying, and online. Bullying has been found to occur between children and adolescents. Face to face bullying happens because of an imbalance of power, which is when a person has insecure issues about themselves they try to bring other people down as well. When individuals bully it is more then likely because they have had a rough upbringing or they want people to feel the same pain that they are going through. Cyber bullying is when a human being uses computer technology to send derogatory or life threatening messages to an individual. They might also post personal information and make it publicly noticeable so it will embarrass that individual. E-bullying is another that can lead to violence in the workplace, personal information, hatred messages, or threatening messages are sent through emails. Technology has changed where people...
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...Workplace Conflict: Critical Thinking and Conflict Resolution Charles Weathersby Columbia Southern University Annotated Bibliography Adkins, B. (2004, 5 28). Conflict could be costing your company more than you know. Fort Worth Business Press, pp. p33-33. This article profiles the norms as far as negatives and positives of workplace conflict then proceeds with a five step strategy for management. The article also suggests ways to deal with unresolved conflict in the workplace. It also discusses the impact on the industry that conflict has in regards to productivity; Positives from the use of an effective conflict management strategy; Assessment of corporate culture. Bowling, D.; Hoffman, D. (2003). Bringing Peace Into the Room: How the Personal Qualities of the Mediator Impact the Process of Conflict Resolution. San Francisco: Jossey-Bass. Bringing Peace Into the Room discusses how a person’s own personal values assist in them being an effective mediator. This book isn’t focused on the traditional elements but rather the emotional elements. It discusses how the temperament shapes thoughts that influence the decision making process. The authors base their book on the opinions of several professionals in the field of conflict resolution such as practitioners, academics, teachers, and trainers. Every respected professional interviewed had one common denominator on the subject of mediation and that was the interaction between the parties and the mediator's...
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...Stress Management in the Workplace What I Learned about Stress Management and How to Manage the Stress in the Workplace Jonathon Redone MGT 301 – CL01 Theodore Finney April 24, 2010 It is three o’clock on a Friday, and it will be three-day weekend and you plan on going to a vacation resort with your family when your supervisor comes into your office and tells you that they have an emergency project and that you and your team need to come in over the weekend and work on this project that is due first thing when the weekend is over. As the supervisor, it is your job to take that news to your team and tell them that information. Obviously this will cause stress on you, your family, and team. It will cause stress on your family because this was a planned tripped and they were looking forward to going on the trip. It will cause stress on your team because this is a last minute notice and your team may have plans for the three-day weekend. It will cause stress for you because you have to tell the bad news to your family and your team. Hopefully that stress will not over take you and cause any hardship on your physical and mental being. People spend a lot of time at work, whether it is to do the normal day-to-day work, overtime, or just spending some extra time just to catch up. The time that is spent at work is not normally care-free or easy, but can cause some work anxiety which in turn can cause stress. Stress can be mentally or emotionally disruptive or upsetting...
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...Bullying in the Workplace Policy | Organisation commitmentThis organisation is committed to a work culture and environment where bullying, such as physical or psychological assault, abuse, threats, intimidation or other types of harassment or unwarranted behaviour including pranks, is not acceptable and strictly prohibited. Workplace bullying will be considered as gross misconduct warranting disciplinary action including summary dismissal. | Management prioritiesWorkers will be protected as far as is reasonably practicable from all forms of work-related bullying and harassment. They will be informed about what are unacceptable behaviours in the workplace.A risk management approach will be followed to eliminate or minimise the risks of bullying and harassment.Induction and ongoing training will be provided for workers to learn skills and strategies in conflict and aggression management. They will be informed about appropriate responses to bullying and harassment.Suitable reporting and recording systems will be maintained to evaluate this policy, and compliance with it will be regularly monitored.Appropriate action will be taken after any incidents of bullying, in terms of support, counselling and follow-up.Grievance and dispute resolution procedures will be followed to try to resolve problems before they develop into situations that may lead to bullying or other types of violence.Any allegations or act of bullying or harassment that warrant formal investigation will be investigated...
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...Managing Workplace Conflicts The author of this article, Annemarie Franczyk, believes that the expectation to do more with less these days could be fostering a breeding ground of workplace conflict. Managers need to be increasingly aware of clashes between workers before the problems disrupt workflow and productivity. (Franczyk, A., 2010) Annemarie and her panel made suggestions for how to best mitigate the risks associated with workplace conflict. I chose to review this article about workplace conflicts, because I am currently in management at my job and I believe this article will help me get involved more with fellow co-workers and also help me see the things that are going on within the store that are not verbally communicated to me. This article will also help me address issues and help develop solutions to issues. The main point that is made in this article is that people lose sight of the organization’s goals while fighting for their personal goals. And there are four strategies for mitigating the damaging effects of workplace conflicts which are: (1) Recognize it and step in, (2) Meet without emotion, (3) Real solutions, and (4) Use the EAP (Employee-Assistance Program). (Franczyk, A., 2010) 1. Recognize it and step in: Managers shouldn’t avoid situations and wait for employees to do something drastic, like resigning, they should set in and help to resolve issues for them instead of letting them try to solve them for themselves. They...
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...Bullying In the Workplace • Some examples of bullying • Examples of some actions that can be taken • Types of Bullying • The Impact of Workplace Bullying • Solutions to Workplace Bullying • Conclusion Introduction: Bullying is be defined as the activity of repeated, aggressive behavior intended to hurt another person, physically or mentally. Bullying is characterized by an individual behaving in a certain way to gain power over another person. The most common bullying type is school bullying, where some students use force, threat, or coercion to abuse, intimidate, or aggressively impose domination over others. The behavior is often repeated and habitual. One essential prerequisite is the perception, by the bully or by others, of an imbalance of social or physical power. Behaviors used to assert such domination can include verbal harassment or threat, physical assault or coercion, and such acts may be directed repeatedly towards particular targets. Justifications and rationalizations for such behavior sometimes include differences of class, race, religion, gender, sexuality, appearance, behavior, strength, size or ability. If bullying is done by a group, it is called mobbing. "Targets" of bullying are also sometimes referred to as "victims" of bullying. [pic] Bullying In The Workplace In the United States, more than a third of the workforce have been tormented on the job, according to a 2010 survey by the Workplace Bullying Institute...
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...TERM PAPER MPOB L LOVELY INSTITUTE OF MANAGEMENT topic:- stress management SUBMITTED TO:- Ms. MANBIR KAUR GILL SUBMITTED BY:- NAME:- PRASHANT KUMAR ROLL NO:- RT1901 “A19” SUB:- MPOB REG NO:- 10900829 PROG :- MBA (1ST) ACKNOWLEDGEMENT | I would like to take this opportunity to express my gratitude towards all those people who have helped me in the successful completion of this term paper, directly or indirectly. I would also like to express my sincere gratitude towards Ms. Manbir kaur gill (my term paper guide) for her guidance and help which she willingly provided at every step of my term paper. PRASHANT KUMAR M.B.A 1st SEMESTER TABLE OF CONTENT INTRODUCTION 1 ORGANIZATION SIGNIFYING 4 LITERATURE REVIEW 5 RESEARCH METHODOLGY * SECONDARY DATA 8 DATA ANALYSIS ...
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...life. While some stress is a normal part of life, extreme stress can interfere with productivity and reduce physical and emotional health in a person. “Layoffs” and “Budget cuts”, have become dreaded words in organizations and people fear the uncertainty of job security. Because of these worries employees will push themselves to the extreme to avoid losing their jobs. Some organizations know that their employees will do whatever it takes to keep their jobs and use that to their advantage. Common causes of work place stress * Fear of layoffs * Staff cut backs * Increased demand of overtime * rising expectations but with no increase in pay * unreasonable demands * workplace bullying * Not caring or realizing that when their employees feel overwhelmed they lose confidence and become less productive in their job performance. Some signs of work place stress are * Anxiety * Indecisiveness * Irritability * Loss of interest in work * Forgetfulness * Loss of self confidence * Argumentativeness...
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